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Article

José Manuel de la Torre-Ruiz, Maria Dolores Vidal-Salazar and Eulogio Cordón-Pozo

Although previous studies have analyzed the affective reaction of employees toward benefits, results remain inconclusive. The purpose of this paper is to pay specific…

Abstract

Purpose

Although previous studies have analyzed the affective reaction of employees toward benefits, results remain inconclusive. The purpose of this paper is to pay specific attention to the flexibility of benefit systems and analyze whether the effect of this flexibility on employee’s benefit satisfaction is moderated by employees’ personality traits.

Design/methodology/approach

The data of this study have been collected from a sample of 874 employees working in Spanish firms, through survey. The data were analyzed using partial least squares modeling.

Findings

The results of this study show how self-efficacy has a negative moderating effect on the relation between benefit flexibility and benefit-level satisfaction. Similarly, the authors find a negative moderating effect of internal locus of control on the relationship between benefit flexibility and benefit determination satisfaction.

Research limitations/implications

Future studies should consider other personality traits that have an even stronger moderating effect.

Practical implications

This paper sheds some light on how the flexibility of benefit systems can be an effective source of satisfaction and what kind of employees can be more satisfied with them. For human resource managers, it is necessary to know how differently employees react to human resource practices in order to be able to effectively adjust these practices to the appropriate employees.

Originality/value

This work contributes to human resource literature by analyzing some personality traits that may condition the effectiveness of benefit systems. In this sense, it responds to recent calls asking for more studies aimed at analyzing the role of the employees on the effectiveness of human resource practices.

Details

Personnel Review, vol. 46 no. 1
Type: Research Article
ISSN: 0048-3486

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Article

María Dolores Vidal‐Salazar, Vera Ferrón‐Vílchez and Eulogio Cordón‐Pozo

The purpose of this paper is to analyze the effectiveness of one of the more widespread techniques for personnel development and training: coaching. This technique in the…

Abstract

Purpose

The purpose of this paper is to analyze the effectiveness of one of the more widespread techniques for personnel development and training: coaching. This technique in the business context entails boosting of a manager's capabilities so as to improve business results through a combination of experience, knowledge, support and the motivation provided by advisers who specialize in business management.

Design/methodology/approach

To analyze the effectiveness of this innovative technique, the authors examined a sample of 40 small companies located in Ceuta (an autonomous Spanish city in North Africa) using a Wilcoxon‐Mann‐Whitney test. Participants were divided into two groups; in one group, an individualized audit process was conducted to obtain an actual picture of managerial practices (focusing on needs and corrective measures). In the other group, an advising process also complemented a coaching phase that was implemented to facilitate employee adoption of the proposed measures. Ultimately, differences between these two groups were found.

Findings

Results indicate that coaching substantially increases the level to which processes of improvement are established within organizations, consequently increasing the competitive capability.

Practical implications

The findings highlight the potential benefits of the use of coaching in the business context. Coaching facilitates the implementation of a set of improvement measures designed to increase business competitiveness, suggesting that this type of advising stands to be very beneficial for companies.

Originality/value

Practices that lead to the development of human capital in organizations are basic tools for managers that are becoming increasingly essential for achieving business efficiency and strategic change. The paper analyzes the implementation of coaching in the business arena, specifically in the case of managers, which is a novelty given the dearth of empirical research on coaching. Thus, the results of the paper provide the wider academic community with empirical evidence on how coaching is a profitable practice for improving human resource management.

Details

Competitiveness Review: An International Business Journal, vol. 22 no. 5
Type: Research Article
ISSN: 1059-5422

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Article

M. Dolores Vidal-Salazar , Eulogio Cordón-Pozo and José M. de la Torre-Ruiz

The purpose of this paper is to analyze three different forms of benefit systems and the effects of their application on Spanish firms’ attraction and retention capacity…

Abstract

Purpose

The purpose of this paper is to analyze three different forms of benefit systems and the effects of their application on Spanish firms’ attraction and retention capacity, differentiating these systems depending on the flexibility offered to the workers.

Design/methodology/approach

The data of this study have been collected from a sample of 308 human resources managers in Spanish firms, through an online questionnaire. The hypotheses were tested by ordinary least squares regression analyses.

Findings

The results show that firms having more flexible compensation systems, that is, those providing greater freedom to workers in the election of their benefits and the design of the benefit system, reported to have a higher attraction and retention capacity than firms offering to their employees a unique and similar benefit package for all the employees.

Research limitations/implications

Future studies could extent this study by analyzing different contexts in order to determine whether some institutional factors can influence these results. Similarly, it would be interesting to analyze the effects of these systems on other organizational outcomes, such as their financial performance.

Practical implications

Human resources policies and, especially, compensation policies have a significant influence on the ability of firms to recruit and retain core employees, necessary for corporate success. This study sheds light on the effectiveness of different benefits systems in enhancing the firms’ capacities to attract and retain core employees. Taking into account the hard financial and labor environment that the Spanish firms have to face, the results of this study can have important implications for managers.

Originality/value

This paper responds to recent calls asking for the necessity of analyzing the effect of different benefit systems in contexts different to the broadly considered American context. Similarly, these results could be applied to other countries with conditions similar to Spain, that is, countries where the benefit systems have been traditionally less flexible and with an offer of benefits quite different than firms located in countries where the State offers a less-social assistance to citizens.

Details

Employee Relations, vol. 38 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

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Book part

María Dolores Vidal-Salazar, Vera Ferrón-Vilchez and Eulogio Cordón-Pozo

Purpose – Is the current economic crisis affecting the quality of working conditions within organisations? More specifically, due to constrained economic times, are…

Abstract

Purpose – Is the current economic crisis affecting the quality of working conditions within organisations? More specifically, due to constrained economic times, are organisations reducing the social benefits they offer to employees? This study analyses whether the current economic downturn influences companies’ maintenance of social benefits. Social benefits are those remunerations in kind voluntarily offered by an employer beyond what is established in labour laws and collective agreements

Design/methodology/approach – In doing so, this chapter presents an analysis of the evolution of social benefits in a sample of 171 employees, comparing the situation before and during the economic crisis.

Findings – Results showed that, in general, social benefits offered by companies to their workers have been reduced due to economic recession.

Originality/value of the chapter – Understanding the topic addressed in this work is interesting for scholars, regulators, and practitioners because the diminishing of social benefits due to the economic constraints could yield negative consequences for the employees’ involvement with the firm and have a subsequent negative impact on business performance.

Practical/social implications – This work demonstrates the need to pay greater attention to indirect remuneration. This issue is intimately related to the Internal Corporate Social Responsibility of the company.

Details

Social and Sustainable Enterprise: Changing the Nature of Business
Type: Book
ISBN: 978-1-78190-254-7

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Article

Samuel Gómez‐Haro, Juan Alberto Aragón‐Correa and Eulogio Cordón‐Pozo

The main purpose of this paper is to contribute to a better understanding of how different dimensions of the institutional environment of a region may influence the level…

Abstract

Purpose

The main purpose of this paper is to contribute to a better understanding of how different dimensions of the institutional environment of a region may influence the level of corporate entrepreneurship of firms.

Design/methodology/approach

The paper develops the relationship between the institutional environment, differentiated in regulatory, cognitive and normative dimensions, and entrepreneurship in existing firms, corporate entrepreneurship, via a questionnaire study covering 150 firms in Spain.

Findings

The relation between institutional environment and corporate entrepreneurship can be distinct. The results show that both the normative and cognitive dimension of the institutional environment influence an organisation's entrepreneurial orientation. They also show that regulatory dimension influences what type of corporate entrepreneurial activity is carried out.

Originality/value

Literature about institutional theory and entrepreneurship has been both descriptive and fragmented. This paper complements the increasing interest in the analysis of the influence of institutional frameworks on corporate entrepreneurship and answers recent calls in the literature to complete previous analyses in an empirical way that supports previous works.

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Abstract

Details

Social and Sustainable Enterprise: Changing the Nature of Business
Type: Book
ISBN: 978-1-78190-254-7

Content available
Article

Abstract

Details

Personnel Review, vol. 45 no. 1
Type: Research Article
ISSN: 0048-3486

Content available

Abstract

Details

Personnel Review, vol. 46 no. 1
Type: Research Article
ISSN: 0048-3486

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